The Do's and Don'ts of Salesforce Offshore Hiring

At FoundHQ, we've worked with 100s of companies. Often helping them to build global Salesforce teams. And we've learned a few things along the way.

Do's and Don'ts when hiring Salesforce talent internationally

As organizations continue to get comfortable managing remote teams, we have seen a massive uptick in US-based companies scaling their Salesforce teams abroad. (And it makes sense! If you're based in San Francisco, what is the difference hiring someone that sits in Texas vs. Argentina?) It's opening up new markets and enables companies to access higher quality, lower cost talent pipelines - the embrace of scaling global teams is happening with both FTE hiring and Staff Augmentation. But there are definitely some best practices to keep in mind when you think about why and how to build a global team.

Companies successfully offshoring some of the Salesforce team:

✅ Understand using time zone differences to their advantage

✅ Have a clear collaboration strategy bridging onshore + offshore

✅ Set up pods with Sr/Lead Devs offshore who work partial US hours

✅ Define the vision and core strategy in-house, locally

✅ Have solid Dev Ops and release management processes

Companies who fail at building offshore Salesforce teams:

❌ Look at offshoring purely as a cost-saving solution

❌ Can't navigate foreign markets to build quality candidate pipelines

❌ Go straight for FTEs instead of Contractors or Staff Augmentation

❌ Don't know how to use time-zone differences to their advantage

The learning curve for hiring offshore talent can be steep.

But the global Salesforce talent network is HUGE and ready to be tapped.

It's why companies like ACV, Deel, Coupa Software, and other FoundHQ Customers are committed to this strategy. If you have questions or need guidance hiring international Salesforce Consultants, schedule a call with us here! We'll be happy to help.